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PurposeThe purpose of this systematic review is to summarize the possible organizational outcomes related to knowledge management capabilities (KMCs). It aims at offering the modern-day dynamic organizations a path, through which they can utilize KMC at hand for gaining competitive advantage and positive organizational outcomes. The review is based on previous studies in the field of knowledge management and explains how KMCs are associated with various organizational outcomes.Design/methodology/approachA systematic approach was utilized to collect, examine, interpret and synthesize researches regarding KMCs and their usefulness for various organizational outcomes. The meta-synthesis method was adopted to review 106 research papers after careful selection.FindingsIt was evident from this integrated review that KMCs help in promoting organizational effectiveness, innovative ability, organizational change, value creation, competitive advantage, organizational learning and performance. Furthermore, the current review suggests research avenues and knowledge gaps in current literature to provide future researchers unique research opportunities.Originality/valueThe review revealed a profound opinion that organizations have to develop an optimal mix of KMCs to achieve better organizational outcomes. The study identified how KMCs set a basis and build positive support to enhance the key organizational outcomes such as organizational effectiveness, innovative ability, organizational change, value creation, competitive advantage, organizational learning and performance. However, cooperation bias is one of the most considerable limitations in research studies included in this systematic literature review.

PurposeOstracism is a subjective and relative concept that renders itself to multiple manifestations and context-specific outcomes. Therefore, this study identified specific behaviours that are perceived as workplace ostracism by teaching faculty of Pakistani Higher Educational Institutions (HEIs). Building on belongingness theory, the ramifications of ostracism on psychological well-being are outlined along with the context-specific factors that shape these outcomes.Design/methodology/approachA phenomenological approach was adopted, and 30 semi-structured interviews from the teaching faculty of HEIs in Lahore, Pakistan, were conducted. The transcribed interviews were coded, and an inductive thematic analysis via NVivo 12 Plus software was used to generate themes and sub-themes.FindingsFive behaviours, i.e. biased treatment, exclusion from formal and informal interactions, interpersonal alienation, delayed sharing or hiding of knowledge, lack of work-related, social and emotional support constituted the acts of ostracism in studied HEIs. The psychological well-being of faculty suffered in terms of negative emotions, reduced job, career and life satisfaction in their work and family life. The contextual factors deciding the intensity of outcomes resulting from workplace encompassed head of department (HOD) support, pay, friendly relations, fear of confrontation, alternative job options and designation of faculty members.Originality/valueThis research is a pioneer in using an in-depth phenomenological approach to define a behavioural typology of ostracism in academia. Moreover, a much needed holistic outcome of psychological well-being is explored in work and non-work domains and further elucidated in light of context-specific factors.

PurposeStudents' satisfaction is termed as their subjective evaluation of the fulfillment of expectations and pleasure experienced from the teaching services. This study intends to examine the role of teachers' work engagement in inculcating students' satisfaction from their teachers taking a self-determination perspective. It moreover highlights the underlying mechanisms of teacher–student interaction and teachers' sensitivity.Design/methodology/approachWe used 278 valid and matched responses from teachers and students of higher secondary/intermediate/degree colleges operating in Pakistan through multi-stage sampling. The data were gathered in three waves and multiple mediation analysis was conducted using PROCESS model 4 to analyze the data and infer results.FindingsThe results revealed that college teachers' work engagement (i.e. vigor, dedication and absorption) is required to create their willingness and motivation to invest in effective pedagogical decisions and inculcate students' satisfaction. This engagement, in turn, improves their interaction with students and makes them more sensitive in meeting the needs of students that causes students to have satisfying educational experiences.Originality/valueThis research has taken a unique standpoint of considering teachers' engagement as a precursor of students' satisfaction, in contrast to the prior focus on assessing the role of institutional dynamics, demographics and teachers' competence. It has also unraveled the role of teachers' sensitivity and student–teacher interaction in the above-mentioned association based on self-determination theory (SDT). Moreover, it has emphasized the teaching dynamics and its outcomes in the college sector instead of the much-examined university and school settings.

Purpose In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual level [innovative work behavior (IWB)] and at the organizational level [innovative organizational climate (IOC)] affects the chances of success of a particular project. Additionally, the moderating effect of gender and work culture on the relation between innovative climate and behavior is tested in the study. Design/methodology/approach Survey technique was used to collect data from 425 employees working in project departments at the executive, middle level and senior level management in the paint manufacturing industry of Pakistan. Multiple regression, as well as Preacher and Hayes (2004) tests, were applied to test the hypotheses. Findings The result of the data analysis showed that IWB acts as a mediator between IOC and project success (PS), thereby supporting the hypothesized model of innovation and PS. Work culture was supported as a moderator; however, no moderating effect of gender was validated by the results. Research limitations/implications The management must make sure that to maximize the rate of success of projects, innovative work climate within the organizations and departments be given due importance. In addition to this, personnel’s individual innovation capabilities must also be enhanced by taking steps toward improvement through training and development. Originality/value Though attention has been given to research in innovation in light of other related variables, its relation to PS remains yet to be studied. The effect of gender and work culture on innovation in Pakistani paint industry was long over-due which has been addressed by this study.

The present qualitative inquiry sheds light on the psychological ramifications and behavioral responses of workplace ostracism in Higher Educational Institutes of Pakistan. The data was collected from 20 ostracized teaching faculty members from public and private sector universities through semi-structured interviews. The interviews were recorded, transcribed, and thematic analysis was carried out by NVIVO 11 Plus software. This was supplemented by content analysis to find the strength of each theme in the form of relative frequencies. The findings revealed three major themes; (1) psychological ramifications manifested in threatened needs and negative emotional reactions, (2) behavioral responses (pro-social, antisocial, and avoidant), (3) the underlying causes of diverse behavioral responses. It was found that negative psychological impacts of ostracism were inevitable, but behavioral responses were primarily pro-social due to ostracized faculty’s future-orientation, high importance of maintaining relationships, absence of alternative relations, less exposure to ostracism, and re-inclusion expectations.

PurposeThis exploratory inquiry sheds light on the nature of victim (i.e. provocative and passive) and specific work context in shaping the perceived causes and outcomes of felt workplace ostracism in teaching faculty of Pakistani higher educational institutions (HEIs) based on target-centric victimization framework.Design/methodology/approachThis phenomenological research is based on data gathered from 30 ostracized teaching faculty members working in Pakistani public and private HEIs through in-depth semi-structured interviews. The interviews were tape-recorded, and transcription was entered in NVivo 12 Plus software to conduct thematic analysis.FindingsThis study found that provocative and submissive victim status, as well as the specific contextual factors in Pakistani HEIs (i.e. negative competition, cronyism, egoism and poor interpersonal relationships), is responsible for fostering workplace ostracism and yielding unique outcomes in each case.Originality/valueThis study has taken the scantly used target-centric victimization framework to distinguish the causes and consequences of workplace ostracism based on the nature of victim and work context in Pakistani HEIs .

Organizational cronyism is profoundly ingrained in South Asian small and medium scale business and is responsible for eliciting a variety of negative individual- and organizational-level outcomes. It is a practice where management grants favour to certain employees based on personal relationships forming an “in-group” and discriminates “out-group” employees without regard to merit. This study attempts to improve understanding of the way organizational cronyism impacts the success of small and medium scale business in Pakistan through reduced employee task performance and the moderating role of egoistic climate plays in strengthening the organizational cronyism and task performance association. In addition, this study aimed to examine the complex in-group and out-group dynamics created by organizational cronyism and its subsequent outcomes. We employed an explanatory sequential mixed-method design and data were collected across two studies, i.e., a quantitative survey ( n = 321, 4 waves) and a qualitative inquiry ( n = 23) from employees working in small and medium scale enterprises of Pakistan. The results of the survey proved the direct and moderation hypotheses, while mediation hypotheses were partially substantiated. Semi-structured interviews affirmed the presence of in-groups and out-groups based on organizational cronyism in SMEs and revealed that organizational cronyism results in negative task performance regardless of the group membership and declines SMEs’ success. The overall results suggest that small and medium scale businesses in Pakistan should maintain fair and transparent business practices in order to avoid cronyism and thrive successfully.

This article analyzes the overall and type of developmental impacts of remittances for migrant-sending households (HHs) in districts of Punjab, Pakistan. For this purpose, an HH-based human development index is constructed based on the dimensions of education, health and housing, with a view to enrich insights into interactions between remittances and HH development. Using high-quality data from a HH micro-survey for Punjab, the study finds that most migrant-sending HHs are better off than the HHs without this stream of income. More importantly, migrant HHs have significantly higher development in terms of housing in most districts of Punjab relative to non-migrant HHs. Thus, the government would need policy interventions focusing on housing to address inequalities in human development at the district-HH level, and subsequently balance its current focus on the provision of education and health.

PurposeThe purpose of this paper is to explore how the exclusionary work environment characterized by ostracism impacts full-time faculty experiences and responses in higher educational institutions working in eastern and collectivist culture of Pakistan.Design/methodology/approachUsing a qualitative phenomenological approach, the data were gathered form 25 ostracized full-time faculty working in the public and private universities in Lahore, Pakistan via in-depth semi-structured interviews. The interviews are subsequently recorded, transcribed and analyzed by thematic analysis using NVivo 11 Plus software.FindingsProsocial work outcomes coupled with high intensity of negative psychological impacts were traced based on the re-inclusion expectations, long-term relational contract, the socially interdependent, collaborative and collectivist culture of academic settings. However, the faculty indicated, in case of chronic exposure to ostracism they will engage in negative outcomes such as withdrawal, decrease in performance and resignation.Research limitations/implicationsThe results of this study can be used by the university administration to develop an inclusive and non-discriminatory culture. This can be done by devising policies for information sharing, better formal and informal relationships in full-time teaching faculty along with grievance mechanism to minimize the occurrence of workplace ostracism.Originality/valueThe study promotes the understating of exclusionary work environments in academic settings. It has shown that the full-time faculty from all levels, specifically lecturers, experience workplace ostracism. This study has highlighted the specific contextual factors and temporal trends that shape the unique nature and responses (i.e. more social exclusion, prosocial responses and higher psychological distress) to ostracism in scantly researched academic settings in Pakistan.

Drawing on social exchange and emotional regulation perspectives, this study investigates the role of emotional suppression in reducing the detrimental effects of workplace ostracism on organizational learning. Based on the responses of 162 participants from the financial industry, and with the application of moderated mediation analysis, the findings demonstrate that workplace ostracism is mediated by employee silence, which has a negative effect on organizational learning. Interestingly, however, the results exhibit that emotional suppression operates as a buffer between workplace ostracism, employee silence and organizational learning, which leads to the achievement of organizational learning motives. Therefore, the silent employees, who experience workplace ostracism, may still be contributing toward organizational learning, if they are proficient in suppressing their emotions. Given that, the study implies that emotional suppression is fundamentally important to reduce the injurious outcomes of workplace ostracism, in the contemporary organizational settings, particularly with regard to organizational learning.

Background Nursing has a reputation for being a predominantly stressful profession. Prior studies focus on the overt antecedents of stress like bullying, harassment, and verbal aggression from patients as well as colleagues. Employee stress has been receiving attention for decades, yet there is a research gap on the role of workplace ostracism as an antecedent of stress for nurses. This study aimed to consider the effect of workplace ostracism on the perceived stress of nurses while considering the moderating role of perceived organizational support. Methods This study is quantitative. A time-lagged survey was conducted in private and public hospitals of Pakistan. Data were collected from 241 nurses. Statistical Package for the Social Sciences (SPSS) software and analysis of a moment structures (AMOS) software were employed for data analysis, such as bootstrapping analysis, Sobel test, and regression analysis. Results Results demonstrated that workplace ostracism is positively associated with stress, while perceived organizational support has a moderating relationship. Perceived organizational support mitigates the adverse effects of workplace ostracism on nurses. Conclusion This study contributes significantly to nursing literature by identifying workplace ostracism as one of the significant antecedents of stress for nurses. Perceived organizational support shows that employees are cared for and appreciated by the organization, which lessens the strength of perceived stress due to workplace ostracism.

Purpose The purpose of this paper is to advance the theoretical perspective of complexity leadership paradigm to introduce shared leadership style as a precursor of taking charge behavior in public sector higher educational institutions (HEIs) of Pakistan. Moreover, this study unveils the underlying mechanisms of the climate of initiative and psychological safety for clarifying the link of shared leadership and taking charge. Design/methodology/approach The multi-source and multi-wave data were analyzed by employing double mediation analysis (PROCESS Model 4); using 282 valid responses obtained from a proportionate stratified sample of faculty members working in public sector HEIs of Pakistan. Findings The result indicates that shared leadership is a suitable style for governing the public sector HEIs and it fosters taking charge behavior in teaching faculty. Additionally, shared leadership creates climates that support initiatives and are psychologically safe that set stage for taking charge behaviors in teaching faculty of public sector HEIs of Pakistan. Originality/value This research has filled the gap of focusing on more collaborative leadership styles instead of traditional vertical leadership practices in public sector HEIs of Pakistan. Theoretically, this study suggests new insights into the contextual antecedents and mediating mechanisms of taking charge behaviors.

This exploratory study investigated the benefits of social media and to enhance knowledge sharing in the healthcare settings along with identification of challenges and possible solutions. Furthermore, the study elaborated the orientation of doctors about social media applications and in-role and extra-role knowledge sharing in their work settings. Fifteen semi-structured and non-directive interviews with the doctors in healthcare institutions operating in Southern Punjab, Pakistan were carried out under constructionism perspective. The interviews resulted in five major themes. The social media applications were found to advance knowledge sharing by promoting job related information transfer and voluntary sharing of tacit knowledge and experiences among doctors. Furthermore, the challenges faced in using social media as a knowledge sharing mechanism, and suggestions for improvement of its use among doctors were also brought to surface. The results added to the existing literature on social media and knowledge sharing in light of ‘dynamic theory of knowledge creation’ and ‘social network theory’. This study offered beneficial practical insights for practitioners and management of healthcare organizations for promotion of knowledge sharing through social media applications.

Learning outcomes The case will offer insight to the students regarding the idea generation and development of a viable sustainable venture. It will promote the understanding of students regarding SDGs and how SMEs can contribute towards their attainment. They will learn to develop the action plan for a green business venture and understand how each of the business activity in each phase of value chain contributes towards environmental, economic and social sustainability. Case overview/synopsis Rana Waseem, a young business graduate started a small ecopreneurial venture to offer sustainable food from raw material till disposal in developing nation context named as Dhuaan ‘n’ Dukhaan (D ‘n’ D) in Sargodha, Pakistan. He had an aim to create a model of business that not only supports the local economy in terms of offering decent employment but also promotes a food business that generates nutritional self-sufficiency as per the triple bottom line concept. This case gives an exploratory insight into the actual sustainable operations that have survived eight months successfully and on the path of growth without profit being the sole aim. D ‘n’ D has benefited the lives of people in Sargodha by offering job opportunities, a decent wage, healthy food at affordable rates, reduction in diseases, reducing food wastage and efficient resource usage with a positive impact on the environment. Complexity academic level The case is suitable for undergraduate and post graduate students studying entrepreneurship and small business management. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 3: Entrepreneurship

Purpose The purpose of this paper is to investigate the benefits of social media to enhance knowledge exchange in the organizations. Moreover, the current qualitative inquiry elaborates the orientation of doctors about social media applications and knowledge exchange in the workplace. Design/methodology/approach The constructionism approach based on grounded theory followed by qualitative design is used to investigate the exposition with the help of 22 non-directive and semi-structured interviews from the doctors of Bahawal Victoria Hospital. The cases are selected by using convenience sampling and thematic analysis is done using NVivo-11 plus. Findings The results end up with four major themes. The social media applications, at the first door, extend communication and relationship among employees. Moreover, these applications are equally beneficial for acquiring existing and new knowledge. Additionally, social media applications advance knowledge exchange by promoting knowledge sharing and transfer. Research limitations/implications This study is equally beneficial for employees and management to promote knowledge exchange through social media applications. The effective and efficient use of social media applications helps organizations to boost knowledge strength among employees and can address various critical issues. Originality/value This is an attempt to sightsee the unattended dimension (i.e. knowledge exchange) in the context with social media. The social media applications are popular all over the world and pace of their usage is increasing day by day but their real contribution toward organizational well-being is still lacking in contemporary literature.

This paper aims to illuminate the association between workplace ostracism and stress since ostracism is the most prevalent form of mistreatment in modern-day work settings. The study also investigates the moderating role of employees’ self-efficacy, gender, and work culture. Data was collected through a survey and structured questionnaires from employees working in both public and private sector banks in Pakistan. Data Analysis was conducted using statistical techniques such as bootstrapping, regression analysis and process macros. The study findings reveal that workplace ostracism is positively related to stress; and negatively related to employee's self-efficacy. Gender and organizational work culture have a moderating relationship. Self-efficacy mitigated the adverse effects of workplace ostracism in the form of stress, as self-efficacious employees tend to experience less stress in their workplace. Organizations must take account of the stress-mitigating impact of self-efficacy which is principally strong for producing acceptable performance since mistreatment and impolite behaviors cannot be evaded and prevented entirely in the social context of the contemporary workplace. Implications and future research directions are discussed in light of the findings.

Purpose The purpose of this paper is to investigate new emerging organizational parameters and their roles in successful change implementation. These organizational parameters are rarely investigated especially in the context of organizational change (OC) in private and public sector organizations. Design/methodology/approach In cumulative, 403 valid responses have been obtained randomly from public sector workers by using self-administered questionnaires. Findings The results reveal that knowledge sharing regarding incremental and radical changes can helpful for effective OC implementation. Findings highlight the significant role of emotional and social intelligence in managing resistance and bringing openness to change in these organizations. It is also found that social media has become an important emerging organizational parameter to foster effective communication and knowledge sharing during OC implementation. Apart from the direct effects, readiness to change has multiple effects coupled with emerging organizational parameters to implement change successfully. Research limitations/implications The results of the current study offer diversified implications for theory, practice and global society. The theoretical base is taken from the well-known theories of management (i.e. Lewin’s three-step model, field theory, intelligence theory, cost-effective theory, social exchange theory, social network theory and social penetration theory). Emerging organizational parameters that have a potential impact on effective change implementation are identified. The findings suggest that global organizations should have to initiate effective networking structure using social media applications and social intelligence skills to remain connected and get positive responses about change formulation and implementation decision. Originality/value A majority of studies have presented the research model on OC implementation in the context of developed countries, which form 30 percent of the world’s population, mostly the Americas and Europe. It is observed that a developing country, such as Pakistan, has a culture that is based on power distance, collectivism and more political influence as compared to developed countries. Triandis et al. (1980) argued that any theoretical contribution without considering the cultural aspect can lead to bias findings. There is limited research available in the world that is conducted to examine the interactive effects of readiness to change on the relationship between effective change implementation, knowledge sharing, intelligence and social media. These findings are useful to plan and execute OC using new emerging organizational parameters.

PurposeIn recent times, organizations and leaders are focusing on new strategies to increase the success rate of organizational change (OC) implementation. Therefore, this study aims to uncover the sources and role of knowledge sharing (KS) to overcome the challenges of OC implementation.Design/methodology/approachFor this research, data have been gathered from respondents based on their key designations by using unstructured interview method. Thematic analysis was then performed using the NVivo 11-Plus software.FindingsIt has found that employees in public sector organizations are opposing OC because of ineffective communication, and a lower level of employee participation in decision-making and barriers of, for example, a cultural, social, structural and political nature. Therefore, this study suggests how KS can be used to overcome the challenges of OC implementation.Research limitations/implicationsKS has become necessary to ensure incremental and radical changes in the survival of dynamic businesses. The results are useful to enhance understanding regarding the role of KS in the context of OC among change leaders, researchers, academicians and policymakers.Originality/valueThe study provides meaningful and novel knowledge regarding role of KS to overcome the challenges of OC implementation. No prior research that contributes practical and theoretical knowledge in the perspective of KS and OC has been found, especially in the context of developing countries and Asian culture. Therefore, this investigation attempts to explore the role of KS and presented overarching conceptual framework in the real context of OC implementation.

PurposeIn current era, firms are facing difficulties in aligning their capabilities with the hallmarks of the knowledge-intensive economy. Notwithstanding the fact that employees’ creativity ensures competitive advantage through innovation, firms are unable to reap the required level of performance. The purpose of this paper is to investigate the linkage among knowledge processes, employee creativity and firm performance. Moreover, the current quantitative study measures the moderating effect of a knowledge-intensive culture on knowledge processes and employee creativity.Design/methodology/approachSurveys were conducted in eight services sector organizations operating in southern Punjab, Pakistan, and responses were obtained from 197 employees selected at random. To test the exposition using an empirical data analysis approach, three core hypotheses are drawn, and to test these hypotheses, multiple regression analyses, Preacher and Hayes (2004) mediation analysis and Aguinis (2004) guidelines were applied on 197 responses.FindingsThe results explain that knowledge processes have a positive impact on firm performance and employee creativity partially mediates their stated relationship. Moreover, a knowledge-intensive culture has a strengthening effect on the relationship between knowledge processes and employee creativity. In-depth investigation outlines that knowledge acquisition, sharing and application are more influencing processes to enhance firm performance. Furthermore, knowledge conversion and protection do not hold significant relevance with firm performance but are supportive elements for other processes.Research limitations/implicationsIn order to have a sustained performance, firms have to initiate steps to promote employees’ creativity by deploying an optimal mix of knowledge processes and flourish a knowledge-intensive culture in routine organizational life. Moreover, knowledge processes are important to promote creative behavior in employees that will lead to incessant innovation and firm performance.Originality/valueThis study gives meaningful thoughts to unexplored areas in the field of knowledge management. First, the indirect effect of knowledge processes on firm performance through employees’ creativity. Second, the importance of knowledge processes to enhance employees’ creativity in the presence of a knowledge-intensive culture. This study gets together the dynamic constructs in the field of knowledge management, such as knowledge-intensive culture and employee creativity, and describes the linkage between knowledge processes and firm performance.

Crude oil is an important driver of Indian economy and therefore, it is important to investigate whether the movement in crude oil prices affects the return of stock market indices. This paper examines the impact of return from crude oil on the return of some major Indian stock market indices. The construct was made from daily data from 2005 to 2016 to calculate the daily return of crude oil and four different stock market indices. Two different tests were carried out, namely, Granger causality test and Johansen cointegration test. Granger causality test was conducted to know the relationship between the return from crude oil and stock market indices, whereas, Johansen cointegration test was carried out to understand whether the long run equilibrium relationship is there between the dataset of returns? The result from the Granger causality test suggests that there is causality between the crude return and the return from stock market indices. The nature of causality is unidirectional in nature where crude return affects the return of the stock market indices. The results from Johansen cointegration test suggest that there exists a long run equilibrium relationship among these variables.

PurposeOrganizations are keenly interested to find out the causes of work disengagement that are harmful to achieve desired level of performance. Antecedents and levels of work disengagement vary across organizations and sectors due to differences in organizational culture. Therefore, the purpose of this paper is to determine the antecedents of work disengagement in the public sector organizations.Design/methodology/approachThe research data were obtained from 303 employees of the public sector organizations using the self-administered questionnaires and cluster sampling technique. The research model proposed in this study has been examined by using the regression analysis and Hayes’s (2013) guidelines for moderation.FindingsIt is found that work disengagement increases because of managers’ personal preferences, unfairness, above the rule practices, negative political influence, work overload, and a lack of accountability in the workplace. The results reveal a positive association among organizational injustice, organizational politics, work overload, and work disengagement. Moreover, it is also found that organizational injustice is a strongest predictor of work disengagement. Bureaucratic culture of the public sector organizations has a strong strengthening effect on above-stated relationships.Research limitations/implicationsThe study has identified various practical implications related to top management, employees, union, and researchers. The study provides new avenues for senior managers of the services sector to eradicate the levels of work disengagement by improving fairness and perception of organizational politics in the workplace.Originality/valueThere is rare literature that investigates the link between work disengagement and organizational injustice, organizational politics, and work overload especially in the presence of interactive effects of a bureaucratic culture. Most of the studies on employee disengagement did not use the unbiased and significant sample size so their results cannot be generalized to larger population. Therefore, the current study has aimed to overcome the shortcomings of previous studies and brings a novel conceptual model on work disengagement.

PurposeThe cultural transformation introduces team orientation as a powerful tool to reconfigure the human capital to become more productive. The purpose of this paper is to try to uncover two folds: first is to check the direct effects of employees’ work engagement and rational psychological contract on contextual performance and job satisfaction and second is to investigate the moderating effect of team orientation in-between above-stated relationships.Design/methodology/approachThe self-administrated questionnaires and simple random sampling are used to collect data from 380 employees of banking and insurance sector.FindingsThe findings reveal that work engagement and relational psychological contract have positive relationships with employees’ contextual performance and job satisfaction. Furthermore, the presence of team orientation has strengthened effect on direct existing relationships.Practical implicationsThis study adds the body of knowledge by providing insights into team orientation in different avenues. For practice side, it is important to discourse the work engagement of employee and their relational psychological contract to enhance the contextual performance. Moreover, high work engagement leads to high commitment level and ultimately increases the level of job satisfaction.Originality/valueThe contemporary research is lacking with respect to the empirical investigation of team orientation, more particularly, in relationship to human psychology factors. This unique model is addressing the real time issue by providing insights to relational psychological contract, employees work engagement, contextual performance and job satisfaction.

Purpose The most critical phase of a change process is change implementation and it is evident that the masterfully originated change process fails due to its poor implementation. Therefore, the purpose of this paper is to profile how knowledge management (KM) strategies, personalization and codification, are helpful in successful change implementation by reducing employee cynicism and increasing the level of readiness for change. Design/methodology/approach Data were collected from 196 executives of National Bank of Pakistan at Time 1 (pre-implementation) and Time 2 (post-implementation) with the temporal research design. Multiple regression analysis is used to test the direct effect; Preacher and Hayes (2004) test is applied to measure the mediating effect and guidelines of Aguinis (2004) are followed for analyzing the moderating effect. Findings The result of the direct effect shows that both KM strategies have significant positive effect on successful change implementation. Further, mediation analysis proves that readiness for change partially mediates between KM strategies and successful change implementation. In addition, partial interactive effects of employee cynicism is observed between readiness for change and successful change implementation. Research limitations/implications The management should initiate steps to boost personalization and codification strategies at their optimal levels. This would ultimately be helpful to implement a successful change through developing readiness for change and reducing the employee cynicism regarding change. Originality/value The area of successful change implementation in the context of KM strategies was untapped, and is examined in this study.

Purpose In recent times, progression of technology and growing demands of customers have substantially influenced the services sector to introduce fast real-time mechanisms for providing up-to-mark services. To meet these requirements, organizations are going to change their end-user operating systems but success rate of change is very low. The purpose of this paper is to address one of the practitioners’ complaint “no one tells us how to do it” and uncovers the indirect effects of knowledge management (KM) strategies: personalization and codification, toward organizational change via organizational learning and change readiness. The current study also highlights how organizational learning and change readiness are helpful to reduce the detrimental effects of organizational change cynicism toward success of a change process. Design/methodology/approach Temporal research design is used to get the appropriate responses from the targeted population in two stages such as pre-change (Time-1) and post-change (Time-2). In cumulative, 206 responses have been obtained from the banking sector of Pakistan. Findings The results of the current study are very promising as it has been stated that KM strategies have an indirect effect on successful organizational change through organizational learning and change readiness. Moreover, change cynicism has a weakening effect on a change process and can be managed through effective learning orientation of employees and developing readiness for change in organizations. Research limitations/implications Change agents have to use an optimal mix of personalization and codification strategies to develop learning environment and readiness for change in organizations that are beneficial for implementing a change successfully. Moreover, change readiness and organizational learning in the context of change are equally beneficial to reduce organizational change cynicism as well. Originality/value This study is introducing a unique model to initiate a change with the help of KM strategies, organizational learning and readiness for change.

Purpose – The purpose of this research is to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders. Design/methodology/approach – This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in Amos 22. The interactive effects have been examined by using Aguinis’s (2004) multiple moderated regression. Findings – The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational contextual factors have statistically significant relationships with employees’ withdrawal behavior and their job satisfaction. Moreover, the results of interactive effects are partially significant. Practical implications – The Government of Pakistan, the managements of public sector organizations and workplace unions can resolve the issues of cynicism and job insecurity by involving employees in decision making and by building trust in change leaders. Employees’ participation and their trust in change leaders can decrease their intentions to exhibit withdrawal behavior and lessen the occurrences of organizational cynicism. In addition, trust in change leaders can raise job satisfaction, while job insecurity can decrease the job satisfaction levels of employees. Originality/value – This research presents and examines a unique multiple interactive model of organizational cynicism. Until recently, a scant number of studies particular to Asian culture, have investigated the detrimental and interactive effects of cynicism on organizational change.

Purpose– The purpose of this paper is to investigate the theoretical linear model on intelligence, i.e. emotional, social, cognitive, and cultural intelligence and its impact on managerial effectiveness and career success in the perspective of insurance sector of Pakistan.Design/methodology/approach– Data collected from 202 managers of insurance companies by using structured questionnaires’ and simple random sampling technique. Multiple regression analysis has used to check the simultaneous effect of multiple types of intelligence on managerial job outcomes.Findings– The results of research revealed that emotional, social, and cognitive intelligence have positive effect on managerial effectiveness and career success. Emotional intelligence is one of the strongest predictor that has significant impact of managerial effectiveness compared to other types of intelligence. Conversely, cultural intelligence has insignificant relation with managerial effectiveness and career success. There are very rare studies conducted to explore the role of multiple types of intelligence to improve managerial job outcomes in the context of insurance sector. This study proved that the transformation of business from production era to relationship-based era increases the importance of multiple types of intelligence to become an effective manager.Research limitations/implications– Moreover, this study contributes in theoretical literature and explores new dimensions for future researchers, practitioners’, and management consultants to recognize the effectiveness of intelligence especially in services sector organizations. Data collected from one sector and by using one point of time raised the issue of common method variance and causality.Originality/value– This study has examined the overarching model on intelligence. Researchers did not find a single study that has addressed the multiple types of intelligence and its impact on managerial outcomes in the perspective of insurance sector.

Purpose The transformation of firms from resource-based-view to knowledge-based-view has extended the importance of organizational learning. Thus, this study aims to develop an organizational learning model through transformational leadership with indirect effect of knowledge management process capability and interactive role of knowledge-intensive culture. Design/methodology/approach Different statistical analyses were done to check the direct, indirect and interactive effects on 204 valid responses. Findings The results are clearly depicting that transformational leadership has significant positive impact on organizational learning and knowledge management process capability, and partially mediates the relationship between transformational leadership and organizational learning. Additionally, knowledge-intensive culture has strengthened the relationship between transformational leadership and knowledge management process capability. Originality/value This is an overarching and unique conceptual model. After examining the importance of organizational learning in the context of innovative ability, competitive advantage, creativity and organizational performance, management has to initiate steps to induct transformational leaders, develop knowledge-intensive culture and introduce knowledge management processes to boost learning environment in organizations.

Electricity generation in Pakistan heavily relies on imported fossil fuels. The import of such fuels is a huge financial burden on the national exchequer. Studies focusing on the costs and benefits of the renewable resources for power generation lack environmental and externality costs estimation which makes the Business as Usual scenario as a least cost option in Pakistan. This paper compares five supply side scenarios to find the best competitor of Business as Usual scenario and technically tries to increase the share of renewable resources in electricity generation. It uses electricity sector of Pakistan as a case study and forecast electricity demand in all the sectors. The hypothesis is what will be the savings in cost and what would be the environmental benefits for progressing in alternative pathways. This hypothesis is designed to find the best policy decision for increasing the share of renewable in energy mix of Pakistan. LEAP framework is used to test the hypothesis. The study findings suggest that the electricity generation from Business as Usual scenario is five times expensive than the solar, wind and hydel scenarios. Therefore, the energy planners of Pakistan in particular and the developing countries in general should incentivize electricity generation from renewable resources to increase their penetration.